How Policy of the Kingdom of Saudi Arabia Serve People with Special Needs in the Labor Market - Research Proposal Example

Adopting sets of normative policy recommendations, the paper also seeks to find if there have been integrated approaches in governmental agencies while serving people with special needs in Saudi Arabia.

If so, it will find out if the integrated approaches were thoroughly displayed, investigated, discussed, and addressed in accordance with the labor market. Questionnaires were distributed by Kregel and Unger (2000) to different employees and agencies in an attempt to understand how the policy has incorporated special needs in the labor market. Responses indicate that though the policy has tried to serve special needs with job opportunities through what he finds to be “Saudisation” Satcher, (1992, pp. 37-40), this paper intends to redress a number of issues. For instance, how will Saudisation adopted by the policy be able to explain how special groups will be integrated into the labor market since “Saudisation” itself has a strong social dimension? Or still, Olson et al. (2001) point out that agencies and businesses can be sued if they discriminate against people with special needs under the “National anti-discriminatory Laws” (pp.125-133). Nonetheless, a question to answer is whether such discrimination lawsuits are virtually non-existent as (Kabbara, 2003) points out.

In accordance with research done by Ledman and Brown (1993), special needs group in the Kingdom of Saudi Arabia remains to be the largest minority in the nation and therefore as a method of ensuring that people with special needs are given fair opportunities in the labor market, Saudi American Bank (2000) reports that this group is given the needed training and rehabilitation needed to suit them in the market. Nevertheless, Kilbury et al., (1992); Satcher, (1992); Shapiro, (1994); Scope, (2003) agree that the policy remains vibrant in trying to ensure that negative attitudes witnessed in the labor market, especially in the hiring process and the ineffective rehabilitation placement methods are minimized. In addition to this, Raphaeli (2003) mentions that the Kingdom of Saudi Arabia through this policy has worked with non-governmental organizations to ensure that institutions within the country stop looking at employees in terms of their physical characteristics and instead, characterize them based on their reliability, efficiency, honesty, and motivation.